Enterprise Account Executive

As Enterprise Account Executive, your mission is to sign the employers big enough to hire our graduates every year, in every city we serve.

This is an unusual sale. The employer pays nothing. Government funds the training, and Emerge gets paid on employment outcomes. You're offering large employers a free pipeline of trained, licensed workers in trades they can't staff: CDL, HVAC, diesel, and construction. Price is never the objection.

Why a dedicated AE: only a short list of employers can hire at the scale we need. One national employer with an annual hiring commitment moves more graduates into careers than fifty small shops. Those accounts decide whether Emerge works at scale, and they need one owner.

What you'll be doing

Land annual hiring commitments. You prospect, pitch, and close large employers: national carriers, fleets, field-service companies, and contractors. A pilot is a start. The close is a signed annual commitment with hiring targets by metro and vocation.

Build the target list. Write the one-pager that names the enterprise accounts worth our time and why. Rank them by hiring volume, metro overlap, and fit. Rework the list the moment the data says to.

Navigate big, slow organizations. Map every account: the recruiter who screens, the manager who hires, the VP who signs, and the risk team that sets background-check policy. Work all of them at once.

Grow every account you sign. Expand from one metro to five, from one vocation to three. Run quarterly business reviews that show the partner what our graduates did for their business.

Own the handoff. Once a commitment is signed, you hand it to our placement team with interview slots, hiring contacts, and onboarding steps in place. You stay on the account until graduates are hired.

Run a clean pipeline. Define the stages from first touch to renewal. Keep the CRM current. Report leading indicators (meetings, pilots, commitments in negotiation) and lagging ones (commitments signed, graduates hired) every week.

Bring the market back to the team. Employers tell you which trades, credentials, and cities they need. You turn that into input for what we train next and where we launch.

Who you are

You've closed enterprise deals. Long cycles, many stakeholders, a signature at the end. You've sold to operations leaders, not only HR. You know how to get a VP's attention and keep it.

You're a hunter. Cold email, cold calls, conferences, warm intros. You build your own pipeline and don't wait for leads. No account is too big to go after.

You're analytical. You think in conversion rates and pipeline coverage. You pull your own data and build your own forecast. Dirty CRM data makes you paranoid, so you fix it before anyone makes a decision on it.

You're entrepreneurial. Scrappy, resourceful, autonomous, low-maintenance. There's no enterprise playbook here yet. You'll write the first one, then rewrite it when the business learns something new.

You look for deals where both sides win. You'll reposition Emerge for each employer: retention for one, speed-to-hire for another, community reputation for a third.

You work hard. You show up early, stay late, and do what needs to get done. The team puts in 60+ hours a week because we care about the mission and each other. If that sounds miserable, this isn't for you.

You're a straight shooter. You can talk about a criminal record with a skeptical executive and leave them more interested than when you started. You bring the same clarity to hard conversations with your own team.

You write clearly. Short sentences. Specific claims. Active voice. Your emails get replies, and your proposals get signed.

Candidate profiles we're excited about

The workforce seller. You sold staffing, recruiting, or workforce solutions to large employers in trucking, logistics, field services, or construction. You know how talent acquisition teams buy, and you know the operations leaders who actually feel the shortage.

The early AE at a frontline-hiring startup. You were one of the first sellers at a seed to Series B company selling to large employers of hourly or skilled workers. You closed the first enterprise logos and wrote the playbook the next AEs used.

The industry insider who moved into sales. You came up recruiting drivers or technicians inside a carrier, fleet, or service company. You moved into business development because you were good with people. You already know how these companies hire, and who signs.